Gillian
About
- Username
- Gillian
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
Good thoughts.
-
This one is a little hard to evaluate not knowing the personalities. I would probably advise Elaine's supervisor to send a brief e-mail to Lily along the line of "Elaine was just asking for the proper form so that we can satisfy our fiscal responsi…
-
It starts with your CEO making a statement, not only with words but by action. We have seen a lot of ethical problems with CEO's lately, so it is understandable why ethical lapses occur elsewhere in the organization. If your CEO isn't willing to s…
-
Agreed
-
This is a situation where you evaluate the risks, starting with the presumption that a jury would probably have a high degree of sentiment that you should have brought the person back. You seem to have the documentation of poor performance which wo…
-
I agree with all the posts. Before checking your computer usage, though, you should make sure where your states stands with respect to privacy and your company policies in this regard. Some states are more strict than others and organizations may …
-
When it is this clearcut most of the pro's of changing are on the side of the employee. There has to be a basis for a lawsuit, discrimination for example. There could be some sort of wrongful termination case if you made a mistake, your decision w…
-
It really depends and the one year that has gone by is significant. If the manager really did talk to the employee who did the harassing and since that time the discomfort between the two of them is just being mad at each other and there has been n…
-
Dolores is correct. This is clearly a problem and you have your research to prove it. I don't know enough to second guess your HR department but someone needs to tell this person that recording without consent is not the proper thing to do. I wou…
-
Our time period is also 12 months, but I do remove the document from the file. I think that someone who has cleaned up their act shouldn't have something hanging over their head as a reminder of past problems. That is what the employee perception …
-
Certification is the tiebreaker between two candidates, one with and one without. I think that most organizations that require it do so at the new hire stage, and there seems to be an increasing number that do so. I don't think that many organizati…
-
Somehow, the stuff has to be tracked or no one will know who took off when and for what purpose. The only tracking that we do in HR is for leaves of absence, mostly family leave. The accrual of hours for vacation and sick leave is part of our HRIS…
-
The next time that you revise your handbook you might want to check out the language with your attorney. When you say that someone can be terminated without cause in the first 90 days, it does imply that afterwards one can be only be terminated wit…
-
If the 90 day probationary period along with the presumption that one can be terminated at any time without backup etc. isn't listed among the greatest HR myths on the HR myth thread, it should be. Except for union environments where it may be part…
-
The only difference we have is that non-exempt employees reach the maximum vacation level in two years and exempt immediatly.
-
Sometimes Don and I have a different take on issues but we agree 150% on this one. Bad decision all around. By the way, if you have retail operations in California it will certainly violate privacy laws out here. We that live here have a constitu…
-
My response will be based on the presumption that the employee cannot read. There are individuals who do not read or write who manage to get along without anybody ever knowing of the problem. It takes quite a lot of intelligence to do that. Many of…
-
I-9's should be separate because you don't want enforcement agencies looking in personnel files when they want to review them. Medical files should be separate for privacy reasons. Information about investigations should be kept separate, again for…
-
I think that you are going to find mostly anecedotal data, and that most are gong to be in favor of the 4-10 work week. From my consulting days, a manufacturing company client used a 4-10 in the summer regularly, and other times occasionally, and h…
-
We don't have this sort of policy, but they are quite common. An attorney will have to weigh in on the possibility of lawsuits based on freedom of association or keeping someone from making a living or other grounds. From an organization perspectiv…
-
The Plant Manager should be telling these employees to remove the pictures.
-
One note of caution. Sometimes anonymous calls can be made for spite, retaliation or whatever. I think that the old days where anonymous calls were ignored are over, but it would be a good idea to be cautious. Is there some way of guaging the pot…
-
I don't have anything to add to the advice, but will respond to your feeling inept. I teach a lot (HR Certificate Programs) and it is amazing how many of the beginning HR students are in the same position that you are. One day a Secretary, Payroll …
-
No, you don't, and shouldn't, continue to give this person benefits to keep her happy. This is one where you need legal guidance to make sure that you do it right. There is a fine line between providing help to someone who may have been harassed a…
-
I suggest contacting your attorney, or Margaret for her ideas.
-
Unless this person has something else on which to hang their hat, there isn't much risk of a wrongful termination case. Some of the issues which could cause a problem are the person is a minority, the person previously complained to the GM or someo…
-
I agree with both of the posts and in Ca. employees have the right to review their file and have a copy of anything that they have signed. There really shouldn't be anything in the file that employees do not know about so letting them see what's th…
-
For me, it is the Law Letters. I use them to keep everyone else informed about what is going on. There is a lot of competition in this area, but I find the Law Letters to be the best.
-
We have a committee that is chaired by our Safety and Environmental Health Coordinator. The membership is composed of one person from each building, and most are non-exempt. Most of our safety activity revolves around disaster planning (earthquake…
-
Well, Miriam. This response to one of your questions will be far less controversial than the last time Don and I both responded to one. Don is correct and I also think that what you are proposing to do is a good thing. I have done a lot of resear…